• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.12
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• pp.1881-1894
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• 2015

The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children's Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of 'visiting-teaching' for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of 'co-worker' was highest (3.99 points) while that of 'payment' was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

• Proceedings of the Korean Society of Computer Information Conference
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• 2014.07a
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• pp.131-134
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• 2014

본 연구의 목적은 직장인의 주관적 안녕감에 대한 업무 효능감/의미감의 역할을 조사하는 것이다. 이를 위해 본 연구는 긍정 정서, 부정 정서, 삶의 만족과 같은 주관적 안녕감의 구성요인들과 업무 효능감, 업무 의미감으로 구성된 이론모형을 제안하였다. 설문방법을 이용하여 자료를 수집하였고, 구조방정식모형을 사용하여 자료를 분석하였다. 분석결과 첫째, 예상대로 긍정 정서는 삶의 만족에 긍정적인 영향을 미치는 반면 부정 정서는 삶의 만족에 부정적인 영향을 미치는 것으로 나타났다. 둘째, 업무 효능감과 업무 의미감은 긍정/부정 정서와 삶의 만족 간의 관계를 매개하는 것으로 나타났다. 업무 효능감 및 의미감이 직장인의 행복감에 의미 있는 영향을 미친다는 본 연구의 결과는 조직 관리자들이 효과적인 지휘 전략을 수립하는데 기초 자료가 될 것으로 기대된다.

• Journal of Korean Society of Transportation
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• v.21 no.3
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• pp.23-35
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• 2003

This paper investigates the effectiveness of flight operation between airplane maintenance engineers and pilots who work together. The developed model is to identify the relationship between the attitudes of airplane maintenance engineers and pilots and the effectiveness of flight operation. The results indicate that the shared values and balanced power between airplane maintenance engineers and pilots are positively related with trust and job satisfaction, but conflict is negatively related. Further, trust and job satisfaction positively affect the effectiveness of flight operation. These findings suggest that the improvements of the relationships between airplane maintenance engineers and pilots need more efforts to ensure the aviation safety and efficient flights.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.764-768
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• 2009

본 논문은 임상 치과위생사들의 우울수준을 파악하고, 관련요인을 알아보고자 D도시 소재 치과의원에 근무하는 치과위생사 221명을 대상으로 2009년 6월 1일부터 6월 30일까지의 기간 동안 구조화된 자기기입식 설문지를 이용하여 조사하였으며, 주요 결과는 다음과 같다. 1. 조사대상치과위생사의 우울수준은 정상군 79.1%, 경도 우울군 15.4%, 중등도 우울군 4.1%, 중증 우울군 1.4%로 나타났다. 2. 우울수준은 전문대졸 이하 군일수록, 월평균급여가 적을수록, 업무에 대한 만족도가 "만족하지 못하다"는 군일수록, 업무에 대한 적성이 "맞지 않는다"는 군일수록, 직장에서의 상사나 동료 간의 "유대관계가 좋지 않다"는 군일수록, 주관적인 건강상태가 "건강하지 못하다"는 군일수록, 아침식사를 하지 않는 군일수록, 음주를 하는 군일수록, 운동을 규칙적으로 하지 않는 군일수록, 업무요구도가 높을 때, 업무자율성이 낮을 때, 직장 내 상사의 지지도가 낮을 때 우울수준이 유의하게 높았다. 3. 우울수준과 관련변수들과의 상관관계는 업무에 대한 만족도, 업무에 대한 적성, 직장에서의 상사나 동료 간의 유대관계, 주관적인 건강상태, 상사의 지지도, 동료의 지지도와는 음의 상관관계를 보인 반면, 업무의 요구도와는 양의 상관관계를 보였다. 따라서 우울수준을 감소시키기 위하여 여러 요인들을 개선 할 수 있는 프로그램의 시행 및 관리방안이 모색되어 향상을 통한 우울관리가 필요할 것으로 사료된다.

• Journal of dental hygiene science
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• v.7 no.4
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• pp.295-302
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• 2007

The purpose of this study is to make formulated examination and analysis about major two factors of dental hygienic students' satisfaction at clinical training, i.e. the contents of clinical training and their duties satisfaction, so that it can provide a basic reference material for more efficient clinical training and education. This study conducted a questionnaire survey for 427 students who were taken via simple random sampling from sophomore and junior dental hygienic students, who already experienced in clinical training courses, at some universities(and colleges) in Metropolitan and province areas. The data collected from this survey were analyzed using SPSS WIN 11.5, in parallel with t-test, one-way ANOVA and ${\chi}^2$(Chi-square) test. It was found that our students didn't feel so much satisfied at clinical training(satisfaction level = 3.34). Overall, they didn't show any significant satisfaction with the contents of training and the experiences in clinical training duties. Our dental hygiene students showed relatively low satisfaction with the contents of clinical training as well as satisfaction at clinical training duties, which ie that current clinical training in dental hygienics still remain at the level of simple assistance for dental treatment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.3
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• pp.1165-1170
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• 2011

The purpose of the study was to explore the perception of dentist and dental hygienist of Interprofessional cooperation, to identify factors influencing dentist and dental hygienist satisfaction with their cooperation. The data were collected with a questionnaire for this study from 6 April, 2009 to 27 April 2009. Data were analyzed using SPSS(Statistical Package for Social Science) WIN 12.0 Program to determine the perception of dentist and dental hygienist of Interprofessional cooperation and predicting factors on their satisfaction. The result shows that dental hygienist is recognized that degree of depression which is caused by dentist's condemnation and by dental hygienist's condemnation rather than dentist. On the other hands, dentist is recognized that the importance of interprofessional cooperation and mutual trust between dentist and dental hygienist.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.12
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• pp.3824-3832
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• 2009

Would it be true that cutting off using BLOG in business hour prevents that job performance decreases? Even though it is right, would the worker have different reason of using BLOG according to job characteristic? This is the purpose of this study to search the answers for the questions above. Under the first hypothesis, (factors having the people use BLOG can influence the job satisfaction), independent variable was set to three factors and define as 'Interoperability', 'Informative', 'Amusement' respectively and dependent variable was set to job satisfaction in this study. The result of analyzing this hypothesis was that two factors('Interoperability', 'Informative') haveinfluence on job satisfaction but 'Amusement' factor hadn't any influence on job satisfaction. For another hypothesis, (the factor having the worker use BLOG would have different influence on job satisfaction according to job characteristic), Job characteristic was set to 3 group (fixed/unfixed, individual/co-operational, static/active) in this study and these variables were converted to dummy variable for validating the moderating effect on both variables(independent/dependent). The result of analyzing this hypothesis was that all dummy variables set to 3 groupshadn't any moderating effect on both variables. Because a dummy variable couldn't be contained the job characteristic exactly.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.566-570
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• 2009

본 논문은 고용서비스 기관의 서비스 품질과 사용기업의 관리능력이 파견직 근로자의 조직만족과 사용 기업의 업무성과 개선에 대해 미치는 영향을 실증분석 하였다. 이를 위하여 본 논문은 서울, 경기지역 근로자 파견기업. 사용기업, 파견직 근로자를 설문조사를 실시하여, 근로자 파견기업 81부, 사용기업 83부, 파견직 근로자 79부 중 응답에 문제없는 파견직 근로자 79를 분석 사용하였다. 수집된 설문자료는 빈도 분석, 요인분석, 신뢰도분석, 위계적 회귀분석 등에 의해 분석되었다. 본 논문의 독립변수는 파견기업의 서비스 품질이며, 통제변수는 사용기업에 대한 만족도, 파견기업에 대한 만족도, 성별, 연령, 학력, 직위, 근무경력으로 구분하였다, 또한 중속변수는 업무성과의 개선, 직무만족이다. 분석결과는 첫째, 파견직에 대한 인식이 긍정적일수록 업무성과가 개선된다. 둘째 파견회사의 전문성이 클수록, 서비스능력이 좋을수록 업무성과가 개선된다. 사용기업의 적극성(관리능력)이 클수록 업무성과가 개선되는 것으로 나타났다.

• Proceedings of the Korean Society for Information Management Conference
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• 2012.08a
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• pp.167-170
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• 2012

대학도서관 사서의 업무 만족도와 실제 대학도서관 사서 개개인이 가지고 있는 인식과의 연관성을 현 대학도서관 사서와의 비구조화 심층인터뷰를 통해 도출하였으며, 자기효능감, 사회적인지, 전문성 인지의 세 가지 인지적 요소로 파악하여 업무 만족도 전반에 대한 영향을 살펴보았다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.8
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• pp.5314-5324
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• 2015

The present study was intended to measure the relationship between job stress and job satisfaction among nurses working for a general hospitals. The self-administered questionnaires were given to 312 nurses during the period from February 25 to March 16, 2013. As a results, the level of job satisfaction of subjects was significantly lower in high group than low group in job demand, but it was significantly lower in low group than high group in job control, supervisor support and coworker support. In correlations, job satisfaction were found to be in a negative correlation with job demand, whereas in positive correlation with job control, supervisor and coworker support. In logistic analysis, the odds ratio of job satisfaction on job demand were significantly increased in the high group than in low group, but job control supervisor and coworker support were significantly decreased in the high group than in low group. In hierarchial multiple regression analysis, the affecting factors to the job satisfaction was selected variables such as educational background, work station, subject satisfaction of work, career choice motives, turnover experience, job stress contents(job demand, job control, supervisor support and coworker support). especially, job stress contents was significantly increased of explanatory power of job satisfaction. It suggested that the level of job satisfaction got more power by addition of job stress contents.